2015 / 01

Transparent Wage Policies: Honest or Chaos Provoking?

by Jeanne Knutzen | January 9, 2015

0 Hiring - Best Practices

By Karaka Leslie A common policy found in many businesses is a prohibition against the disclosure of wage information. This type of policy serves the purpose of preventing workers from battling with HR and each other over who is getting paid what and why. Keeping wages under wraps also prevents employee jealousy about managerial and executive salaries. After all, if nobody knows how much the CEO is making, then nobody can be upset about it. A non-disclosure policy is particularly useful when employees with the same job descriptions are not being paid the same, keeping in mind there can be many legitimate, nondiscriminatory reasons for wage differences. For example, one employee may have more skills or experience than another. For these reasons and others, non-disclosure policies traditionally have been accepted as the best way to keep all employees happy while respecting employee and employer privacy. However, some are beginning to question whether transparent policies are a more honest way of doing business. Transparent wage policies prevent employees from wondering if the company is hiding information. More importantly, transparent wage policies help employees gain a clear understanding of what they need to do to take their careers to the next level. Still, such policies have an obvious downside. If employees are aware of what everyone else in the office is making, HR, managers, and even executives may begin receiving more demands for pay raises. In the worst-case scenario, employees could threaten or file lawsuits because of real or perceived pay inequities. Transparent wage policies are just beginning to make their way into the corporate world, but they aren't exactly a groundbreaking concept. In fact, government-regulated institutions have publicized their wage information for decades. And private, nonprofit organizations are required to disclose the salaries of key team members on their 990 forms. It seems, then, that private for-profit companies are the last to jump on the transparency bandwagon. Is compensation an equal rights issue? Some activists believe the full disclosure of employee salaries should become the legal standard to protect minority groups. The logic here is pretty straightforward. If employers knew everyone could view salary information, they'd have greater incentive to ensure they were compensating workers in accordance with the law. The argument has some merit, because transparency does foster accountability. OTHER CONSIDERATIONS But perhaps the best reason for an employer to consider adopting a transparent wage policy is that transparency is attractive to employees who value honesty. For companies seeking to create a genuine and productive workforce, therefore, transparent policies seem to be the way to go. This past year, startup company Buffer made the switch from a non-disclosure policy to a transparent wage policy. All Buffer employees are now fully aware of their coworkers' wages, as well as the formula used to determine those wages. Buffer has made their stance on transparent wage policies loud and clear. In fact, they've even gone so far as to post employee wages on the internet for public viewing. Leaders of the company support the notion that transparency leads to trust and therefore a healthy work environment. A transparent policy may not be right for all organizations, but it could definitely be right for some. If your company is considering making the switch, be sure to consult a compensation management professional to get the tools you need to make the transition a smooth one. Karaka Leslie is one of the product managers at PayScale, a compensation data and software company. Karaka started her career as an agency recruiter, helping companies find the best talent. Since then, she has worked with numerous businesses to assist them with building a solid case for good compensation planning. Outside of compensation, she also founded a Community Giving group to help connect professionals to local community organizations focused on education and career services.

Evaluate Employee Referral Programs & Their Benefits

by Jeanne Knutzen | January 9, 2015

0 Hiring - Best Practices

By Assaf Eisenstein Two vital aspects of your role as a recruitment professional are implementing an employee engagement strategy as well as fulfilling your company's recruitment needs. No doubt you are well informed on HR trends and innovations, specifically mobile recruitment trends and innovative technology that bring them to your company. These trends, you are told, will vastly improve your candidate pool, will better engage your employees, solidify your company branding, and improve the candidate experience involved in the hiring process, yet you are concerned. Concerned about the risk involved in wasting resources, concerned about embracing new technology and, more importantly, concerned that it will not make a difference to the results you are seeking. BUT, if you don't bring your HR practices up-to-date, what is the alternative? Here are two common scenarios for you to contemplate: #1 Online Job Applications A couple of departments at your company have open jobs and these have been updated on your career page. A job seeker is carrying out an online search for suitable open jobs and comes across one at your company and wishes to apply. They click to start the application process and–lo and behold–there is a five page online application staring them in the eyes. This is most certainly not the first application they have had to complete this week; it is time consuming, they do not currently have the time to sit in front of a computer screen completing the application, so they will either start it and give up (actually 60% of candidates will do that according to a survey conducted by Jibe) or just not bother at all. #2 Hoping your employees will spread the word You encourage your employees to check your employee portal for job openings and to share them with their networks. After all, who is better equipped to be your company's ambassadors than your employees? But what incentive are you giving them to make such an effort? Let's imagine that an employee at your company bumps into an acquaintance who is searching for a job that they recall may be open at their company. Unfortunately, all your employee can give this acquaintance off-hand is the company website and perhaps the job title; they will only be able to share specific details when they are next at work. People have good intentions, but their work and social life will take priority and this acquaintance may be forgotten. You cannot blame your employees because they simply do not have any incentive. They receive no credit or reward, so why would they make that effort? Think about the way these two scenarios will reduce your potential, talented candidate pool. If that isn't enough to convince you that Employee Referral Programs are crucial, then here are four incredible benefits that will bring your recruitment strategy into the present AND the future: 1. Access, Access, Access A survey conducted by Jibe this year indicated that over 80% of job seekers expect to be able to carry out at least part of their job search on their smartphone, while 73% use their phone to access social network applications at least once a day, yet recruiters are not providing the tools that are required to do this. By incorporating your company's career page into a mobile app, you are making your company's jobs accessible to your employees and job seekers, wherever they are and whenever they have the time. Your employees can share jobs with their social media networks at the flick of a button, and job seekers have the information they require to easily apply for a job when it is convenient for them. If you want to up your recruitment game, then accessibility is the key. 2. ATS Integration You may already be aware that your current technology is not fulfilling your company's recruitment needs, but the idea of integrating a cutting-edge Employee Referral Program into your ATS not only concerns you, but puts you off the idea entirely. Key issues for recruitment professionals have been identified as ease of use, customization capabilities and of course integration, yet ERPs have been designed to be just those things–easy to use, easy to customize, and easily integrated. As an example, Gooodjob's ERP is designed to be easily integrated into all major ATS's. Problems solved, and work halved for you. 3. Engaging your Employees Every company knows that employee engagement is key, but many lack the strategy or tools to make this happen. Imagine handing your employees a simple and cutting-edge application that not only allows them to access open jobs and share them through social media, SMS, or email and get rewarded for it, but also allows them to stay up-to-date on company activities. They will not only be motivated to be your company's ambassadors, but they will also feel a sense of pride working at a company that keeps up with technological trends and cares about their employees. It's a win-win situation: Quality candidates are referred to you, and your employees benefit too! 4. The Human Touch Lastly, every recruiter recognizes the importance of the candidate experience in the hiring process as well as giving their employees the sense of being more than just a number, and ERP's accomplish that with such ease. Job seekers are exposed to your company's open jobs in a social way and through people they trust making them much more likely to take the time to apply AND you are engaging with your employees in a fun manner and with a clear message that your company is both serious about recruitment and serious about their employees–which is precisely what they want to hear! There you have it–the benefits of incorporating an Employee Referral Program into your recruitment strategy not only outweighs the concerns but solves them in their entirety. Assaf Eisenstein is the founder and CEO of GooodJob, whose innovative platform helps corporate recruiters boost their employee referral programs and attract top talent by effectively engaging employees and successfully harnessing social media tools. Contact him directly at assaf@gooodjob.com.

Leaders, Recalibrate Your Course for 2015

by Jeanne Knutzen | January 9, 2015

0 Flexible Staffing Strategies-Best Practices, Human Resources Staffing

By Lori Young Millions of people watch the Times Square ball drop during the last 60 seconds of every passing year. According to the Official Site of Times Square, the actual notion of a ball "dropping" to signal the passage of time dates back long before New Year's Eve was ever celebrated in The Big Apple. The first "time-ball" was installed atop England's Royal Observatory at Greenwich in 1833. This ball would drop at one o'clock every afternoon, allowing the captains of nearby ships to precisely set their chronometers (a vital navigational instrument). Wouldn't it be nice if we, as leaders, had a 1 p.m. daily reminder to set our navigational instruments? You probably started 2014 with a strategic plan and had a handful of high priorities for you and your team to tackle. As the year has come to a close, you're now reporting on that plan and setting a new one for 2015. You, like many, may have found you've dropped the ball (a different ball) on a few things. It's likely that the "balls" on your strategic plan are made of rubber and nothing broke –strategic plans are meant to be flexible because conditions change all the time as we work. If you've ever read or heard the commencement speech given by former Coca Cola CEO Bryan Dyson, then you know how he offered a great visual illustration of juggling the balls of our life: Work, Family, Health, Friends and Spirit. His powerful message reminds us: "work is a rubber ball. If you drop it, it will bounce back. But the other four balls – Family, Health, Friends and Spirit – are made of glass. If you drop one of these, they will be irrevocably scuffed, marked, nicked, damaged or even shattered. They will never be the same. You must understand that and strive for it." As you reflect on closing out 2014 and ringing in 2015, remember to keep these four resolutions in mind: Set your course, but keep re-calibrating Just as the ship captains in the 1800's had a daily reminder to set their chronometers, set regular alarms and reminders in your calendar to see if you are still navigating in the right direction with your strategic plan. As learning leaders, I'm sure you get daily requests for what others (even the CEO sometimes) deem as higher priority needs and you have to redirect your resources. We've all received the phone call to put together "emergency" training based on an isolated incident. We create brand new programs or courses all because of one bad customer experience or one major error in reporting. These periodic reminders will bring you back on track to achieving the strategic learning goals you and your team set forth to ultimately benefit the bigger picture strategic learning needs of the organization. Remember what bounces... Strategic plans are made of rubber, not glass. If the conditions have changed, reset your course to avoid any major "scuffs, marks, nicks, damage or shattering." There may be economic shifts that take your organization in a new direction or you may have to reduce your training budget because revenue goals came in low two quarters in a row. In either case, it's time to look at your strategic learning plan to adjust to the current conditions within the organization. ... And what will break Start the year with a strong commitment to focus on the glass balls: Family, Health, Friends and Spirit. Learning leaders are givers. We want nothing more than to see people thrive and succeed in their work. It's easy to focus so much on caring for the people in our organizations that we neglect caring for our own personal wellbeing, which includes healthy relationships with our family and friends. Sometimes we have to practice what we preach. Strong leadership starts with self-awareness. How self-aware are you in self-care? Find the balance to do what you do best – not only for the people in your organization but also for yourself, your family and your friends. Nurture your support network When they are lowered slowly with support (as is the fragile Waterford crystal Times Square ball), even glass balls don't break. Surround yourself with great people and resources. Great ship captains had quality ships and the best crews. Don't set sail alone or in a leaking boat! There are too many great people and resources out there to ensure smooth sailing on any journey. This article comes to us from our friends at Cornerstone OnDemand. Lori Young is the principal/executive coach at ReadyNow, LLC. She has over 20 years of experience as an executive coach, trainer, and designer of nationally award-winning accelerated leadership development programs in healthcare, banking and higher education. Her passion is to build leaders that people want to follow through coaching and teaching.

Happy Holidays from PACE Staffing Network!

by Jeanne Knutzen | January 7, 2015

0 PACE News!

Happy Holidays from PACE Staffing Network! Indy PicAlicia H., our on-site BDA recruiter in Plainfield, IN., is preparing to deliver gifts to our adopted family! This year, the PSN donated $200 towards The Julian Center. The Julian Center has been supporting victims of domestic violence, sexual assault, and other life crises since 1975. Their mission is to provide the services victims need to recover and build a life absent of abuse. The Julian Center is one of the largest facilities of its kind in the country and has been nationally recognized as a model for communities seeking to improve their responses to domestic violence. Total, the entire BDA Indiana Team raised just under $600 in gifts and gift cards for a single Mother and her 6 children! They had a goal that IF they could raise more than $350, a BDA team member would shave their eyebrows… AND THEY SUCCEEDED! We could not be more proud of our BDA Indiana Team!